年终大红包悬了

    与韬睿惠悦的调查相呼应，丹尼尔斯也认为，公司管理者应该想办法改进自己的工作，确保员工“能够明确绩效与奖励之间的直接关系。应该向员工解释清楚获得奖金应该达到的具体目标，以及公司会如何确定额外薪酬的金额等。”

    他补充道，如果你的目标是留住明星员工，“用奖金来表达善意不会有任何效果。让员工感受到每天都被善待，自己的出色表现也获得了褒奖，这比每年领一张奖金支票更能培养员工的忠诚度。”正如笔者认识的一位壳牌石油（Shell Oil）高管所说：“赶着去参加派对，却在路上挨了一顿揍，谁还会有心情去庆祝呢？”

    译者：刘进龙/汪皓

    Echoing Towers Watson's research, Daniels says that managers need to start doing a better job of making sure employees "can draw a direct line between performance and reward. Explain exactly what people have to do to earn a bonus, and how the available amount of extra compensation is determined."

    If your goal is to keep your stars from quitting, he adds, "Using bonuses to create good will won't work. Being treated well every day and being praised for excellent performance is far more likely to foster loyalty than getting a check once a year. As a Shell Oil executive I once knew put it, 'It's hard to celebrate when you've been beaten up on the way to the party.'"